4 Tips for Recruiting Quickly

May 23, 2019

Hiring the right people can be a time-consuming process. Make sure you invest the right resources and time into choosing the perfect candidate for your position.

Finding yourself in a scenario where you need to quickly bring on new talent can be both exciting and terrifying.

By the time you realize that expanding your team is an absolute necessity, chances are that people are stretched very thin at the office. 

In the face of rapid growth or expansion, perhaps you are paying your current employees overtime to finish up work, scrambling to get projects done, missing deadlines, or simply turning down new clients because you don’t have the staff. 

Regardless of the reasoning, fast recruiting is an extremely volatile task.

With the stakes incredibly high, here are four tips to help you survive this turbulent process.

1. Slow Down and Invest in the Right Tools

Recruiting when you are desperate for talent can easily result in a hurried and ineffective process. 

Unfortunately, oftentimes, desperate measures result in poor decisions. 

Regardless of how bad the need is, the key is to take a step back and approach the situation with a level head; don’t interview someone for the first time and have them start the next day.

You can only tell so much about a worker from a resume, cover letter, or even a set of interviews. A single poor hiring decision can be a serious setback, such as lost worker productivity, lost time recruiting and training a new worker, and negative impact on morale and client solutions.

Bad hire effects on the team

In addition to lost time, productivity, and potential damage to brand reputation, the average cost of a bad hire is just under $15,000, per a CareerBuilder Survey.

Although there is no hiding from the fact that you need to find people quickly, it’s important that you don’t make rash decisions. 

The good news is there are all kinds of recruiting software and programs to help you make collected, number-backed hiring decisions without long delays.

Many of these resources enable businesses to draw on a multitude of public and company-specific data sources to understand how an applicant fits the job description. 

Additionally, AI-driven recruiting tools can pull information from resumes, cover letters, pre-employment assessments, and even the interview itself to develop match profiles.

Chances are, if this is your first brush with fast recruitment, you haven’t needed to use any sort of tech stack for hiring. 

When you are looking into recruiting tools, you need to identify your unique company challenges and requirements, as well as your future needs.  

Taking the time to choose a robust solution for recruiting is going to save you time and money in the long run. Be very diligent here.

2. Don't Sugarcoat What You Need

There is nothing more annoying to hopeful talent than a long job description chock full of jargon and unclear wording. Most of these tend to say nothing about the job. 

Keep in mind, talented employees know BS when they see it. It’s surprisingly obvious when a company is sugarcoating a job description, either to make the job seem like something it’s not or downplaying the reality of it.

As a general rule, don’t be vague with your job descriptions. Make them concise and clear, and avoid using any unnecessary verbiage. Here is a good example to learn from:

Successful Job Posting Example

There are many things that make the above job posting successful.

  • The company doesn’t take paragraphs upon paragraphs to talk about how great its company is.
  • “Skills” and “Job Requirements” are crystal clear and neatly listed out in bullet points.
  • "Perks and Benefits” aren’t ambiguous.

Ideally, the applicant should know exactly what the job entails and whether they fit the need within a minute or two. 

From your perspective, creating succinct job descriptions helps to make sure you find applicants that meet your requirements. 

Vague job descriptions tend to attract all sorts of people, which can take a lot of time to sift through.

Finally, do your best to avoid the major job description clichés:

  • “Fast-paced environment”
  • “Self-starting”
  • “Multitasking”
  • “Amazing, fun culture”
  • “Collaborative work environment”
  • “Dynamic company culture”
  • “Strong communicator”

Terms like these tend to be so overused that they come across as ingenuine.

When you need to hire quickly, spell out exactly what you need, and ditch the fancy jargon.

3. Don't Downplay Culture Fit

The term “culture fit” has become somewhat of a stigma over the past several years. 

In many companies, “culture fit” has turned into a contemporary term that essentially means: “We hire friends (not employees).”

Say what you will, the (non-abused) concept of culture fit matters. A culture fit can stifle even the most talented employee.

In its most proper form, the "culture fit" means that a new employee:

  • Sees eye-to-eye with the company’s core values
  • Possesses judgment that positively contributes
  • Has the communication skills and personality traits that meshes with other employees

It can be tempting to bring on the most prestigious applicants quickly, especially when the need is great. 

However, you need to look beyond an impressive resume to see signs of culture fit. These signs are rarely shown at surface level.

For this reason, many companies use personality tests to better gauge the indications of culture fit. These assessments are designed to measure soft skills like situational judgment, communication ability, problem-solving capabilities, and adaptability. 
DAR - Your Personality Test Report

In the past, the culture fit of an employee was typically something that wasn’t fully realized until weeks – or even months – into the job. 

Fortunately, AI tools have mostly made this a thing of the past. By investing in unbiased and analytical tools, businesses have the ability to more accurately guess a recruit’s personality. 

4. Avoid Cutting Corners

No matter how great your recruiting or hiring needs may be, you need to stick to the core protocols attached to the task. 

Even if you haven’t established a clear hiring process yet, you can’t overlook essential, time-tested steps such as reaching out to references, conducting background checks, and drug testing (depending on the position).

Taking shortcuts with these steps can potentially result in a slew of unnecessary problems, even if someone seemed like a perfect fit on paper.  

The reality of recruiting is that making a good hire takes time, and some industries take longer than others.

No matter how dire your needs might be, losing focus on the core components of the hiring process is only increasing your chances of getting burned with a poor employee. 

Ultimately, being overworked for a couple of weeks while you find the perfect hire is going to be significantly better than making a bad hire within a couple of days.

Find the Best Recruit For Your Company 

Hopefully, your need to recruit quickly indicates that your business is growing. 

Surviving this demanding era of the business cycle is closely tied to the talent you surround yourself with. 

The most important part of the process is having a plan before you begin. 

If you have a structured plan, use the right resources, and stick to protocol, you can hire a talented recruit in a time efficient manner. Consult with an HR company if you need support in the hiring process.